A pioneering apprenticeship pilot led by SWFPO and the flexi-job apprenticeship agency Supplytrain CIC has shown the potential to bring new talent into the fishing industry – but structural reforms are needed for long-term success.
Despite approval in 2021, the Level 2 Fisher Apprenticeship Standard saw no enrolments for two years due to misalignment with the industry’s self-employed model. The traditional apprenticeship model requires employed apprentices, while most fishing vessels operate with self-employed crews. Add to this the administrative hurdles, rigid off-the-job training requirements, and unpredictable working conditions dictated by weather and quotas – it’s clear why vessel owners were reluctant to engage on a scale to make it financially viable for an apprenticeship training provider to run a cohort of learners.
In response to workforce concerns, SWFPO explored a flexi-job apprenticeship model, where apprentices were employed by an agency, rotating across multiple vessels. With Fisheries and Seafood Scheme (FaSS) funding, working with Supplytrain CIC, a pilot launched in April 2023, set to simplify the ‘employment’ process for vessel owners while ensuring apprentices gained a structured, meaningful experience.
A nationwide recruitment campaign attracted 100+ applications, with 10 candidates selected as the SWFPOs first cohort of apprentices for an 18-month programme starting in September 2023. Apprentices gained experience across various vessels, rotating between different types of operations while receiving off-the-job training at South Devon College’s Marine Academy.
Additional industry support was crucial in removing key barriers, with Morrisons funding off-the-job training via levy transfer; the Seafarers Charity covering travel and accommodation for out-of-area apprentices whilst at college; and Seafish supporting assessment days, medicals, and PPE in partnership with Brixham Trawler Agents.
Among the pilot’s key successes, two apprentices graduated into full-time fishing careers last month. One, from Prescot in Merseyside – far removed from any active fishing harbour – has transitioned into life at sea despite having no prior exposure to commercial fishing. The other, a local Brixham recruit, was able to enter the industry legally at 16 through the structured programme. Several other apprentices exited the programme early but still found roles in fishing or related sectors, reinforcing the value of structured entry routes. The pilot also helped establish South Devon College’s fisher apprenticeship programme as a long-term feature, enabling more recruits to access formal training in future years.
Despite achievements, the pilot highlighted key challenges with the formal apprenticeship model for the industry – the majority of which are small businesses. The existing apprenticeship structure does not align with the industry’s dominant self-employed model, making employer engagement difficult. Vessel owners also struggled with administrative requirements, while apprentices faced disrupted learning due to unpredictable working patterns, poor weather and a rigid off-the-job training programme. But the biggest challenge was unrealistic expectations of life as a commercial fisherman that apprentices entered the programme with. Some left within days after experiencing the physical demands, unpredictable conditions, and extended periods away from home. A structured pre-apprenticeship sea trial – where candidates spend time onboard a vessel before committing – would have significantly reduced withdrawals by ensuring only those suited to fishing pursued the training.
Moving forward, it is clear that structured recruitment efforts will be crucial as the industry faces ongoing labour shortages and government-led workforce reforms. While the pilot has provided a blueprint, the apprenticeship alone cannot address the industry’s skills gap in the short-to-medium term. Current entry-level training lacks evidence that participants transition into employment, highlighting a need for programmes that prioritise employment suitability over technical skills.
SWFPO CEO Juliette Hatchman states, “To truly support the industry, training must include funded sea trials, allowing learners and skippers to assess suitability before committing to formal training. This approach might not generate as many people undertaking training, but it will increase the suitability and retention of candidates ready and able to work in the industry.” SWFPO is now developing strategies to promote career opportunities, raise awareness in schools, introduce potential recruits to life at sea, and pilot shorter, industry-specific training programmes to ensure structured entry routes into fishing careers.